A check-in is a regular feedback conversation between you and your supervisor to discuss progress, address challenges, and ensure you're on track with your goals. The Managing Employee Work policy recommends at least quarterly check-ins for all employees and requires them for new employees.

The Continue/Stop/Start Framework

The policy recommends this simple framework to make feedback conversations productive, specific, and actionable:

Continue

What should you (or I) keep doing because it's working well?

Purpose

Reinforce positive behaviors, celebrate wins, and identify strengths.

Example Questions

  • What aspects of your work are going really well?
  • What approaches or strategies are producing good results?
  • What's working in how we communicate or collaborate?
  • What recent accomplishments are you most proud of?
  • What should we make sure to keep doing?

Sample Feedback

From supervisor: "Continue your proactive communication when issues arise. You flagged the vendor delay early, which gave us time to develop a backup plan and stay on schedule."

From employee: "I'd like to continue receiving early feedback on draft reports. It really helps me improve quality before final submission."

Start

What should you (or I) begin doing to improve or develop?

Purpose

Identify growth opportunities, suggest new approaches, and expand capabilities.

Example Questions

  • What new skills or approaches would be helpful?
  • What opportunities for development interest you?
  • What could make our work together more effective?
  • What would help you accomplish your goals faster or better?
  • What would you like to learn or try?

Sample Feedback

From supervisor: "Start documenting your troubleshooting process when you solve complex problems. Capturing your approach will help the whole team learn from your expertise."

From employee: "Could we start having a brief check-in every Monday morning? A 15-minute sync would help me prioritize the week and catch any issues early."

Stop  

What should you (or I) change or do differently?

Purpose

Address what's not working, eliminate ineffective practices, and course-correct.

Example Questions

  • What's not working that we should change?
  • What barriers or obstacles are slowing you down?
  • What should we do differently?
  • What's frustrating or inefficient in our current approach?
  • What would you like to see less of?

Sample Feedback

From supervisor: "Stop waiting until month-end to update the dashboard. Weekly updates help us identify trends earlier and make faster adjustments."

From employee: "I need more lead time on new assignments. Could we stop assigning projects with less than 48 hours' notice unless they're truly urgent?"

How to Prepare for a Check-In

Before the Meeting

  • Review your goals: Look at your work plan. Where are you on each goal?
  • Note accomplishments: What have you completed since your last check-in?
  • Identify challenges: Where are you stuck or need support?
  • Prepare questions: What do you need clarification or guidance on?
  • Think Continue/Stop/Start: Prepare feedback using the framework
  • Gather examples: Bring specific examples of your work if helpful

During the Meeting

  • Be present and engaged
  • Share openly and honestly
  • Ask questions when unclear
  • Listen actively to feedback
  • Take notes on action items
  • Agree on next steps

After the Meeting

  • Document the conversation in the platform
  • Follow through on action items
  • Apply the feedback you received
  • Request support if you need it
  • Track progress toward next check-in

Sample Check-In Agenda  

  • 0-5 min: Quick wins and accomplishments
    • Continue - What's going well? 
  • 5-15 min: Progress on goals
    • Update on each goal, challenges, support needed
  • 15-25 min: Feedback exchange
    • Start and Stop - What to develop or change
  • 25-30 min: Action items and next Check-In
    • Agree on next steps, schedule next meeting

Discussion Prompts for Each Goal

  • Where are you on this goal?
  • What progress have you made since our last conversation?
  • What challenges or obstacles have you encountered?
  • What support or resources do you need?
  • What's your plan for the next phase?
  • Is this goal still relevant, or does it need adjustment?
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